Employee retention has been a subject of interest to researchers of organizational theory and development for some time. The cost of ignoring retention may be detrimental to the existence of the organization and may be disruptive to productivity. At exit interviews, it was found that employees quote displeasure with management as the number one reason for leaving the organization. Apart from the tangible costs associated with employee turnover, intangible costs such as the decreased morale of co-workers and work hemorrhage have proved to be causing serious hindrance to organizational success. At this juncture, top management and HR managers are placing much importance to the implementation of comprehensive employee retention strategies to motivate their employees to remain loyal to the organization. This study explores the effect of high performance work systems (HPWS) on employee withdrawal behaviors. Responses were collected from 300 employees working in three IT firms with the help of questionnaires. Multiple regression was done with the help of SPSS software to analyze the collected data. It was found that high performance work systems have a strong negative impact on employee withdrawal behaviors. It was also found the there is a stronger negative relationship that exist between high performance work systems and job withdrawal behaviors.

KEY WORDS: Information technology, High Performance Work Systems, Employee Retention, Employee withdrawal behaviors.